AN160142 – Gold Mining Engineering and Maintenance Award

SCHEDULE III - MATTERS RELATING TO IMPLEMENTATION OF JUNE 1992 CLASSIFICATION STRUCTURE

(1) Introduction

The classifications and definitions contained in Clause 5. - Classification Structure and Rates of Pay of this award supersede the classifications and definitions recorded in Schedule II of this award.

(2) Implementation and Transition

(a) Principles underpinning the June 1992 classification structure are in part contained in Clause 5A. - Structural Efficiency and Award Modernisation of this award.

(b) A transition period to enable reclassification of employees into the classification structure contained in Clause 5. - Classification Structure and Rates of Pay of this award shall be available to the parties until the 30th of December 1992.

(c) The intention of the transition period is:

(i) to enable all parties to the award to familiarise themselves with the June 1992 definitions and classification structure.

(ii) for each establishment to apply the new classification structure and definitions in place of existing arrangements as defined in Schedule II - Superseded Classification Structure and Definitions of this award.

(3) Transitional Arrangements

(a) From the date of operation of the June 1992 Classification Structure, an employee's wage group shall be determined having regard to the classifications contained in Clause 5. - Classification Structure and Rates of Pay of this award.

(b) The parties at each enterprise shall undertake appropriate consultation in accordance with Clause 23. - Consultation in the Workplace of this award.

(c) Upon reclassification, employees shall perform work in accordance with the classification definitions set out in subclause (2) of Clause 5. - Classification Structure and Rates of Pay of this award.

(d) Wage increases arising from broadbanding and adjustment of minimum rates are subject to absorption into existing overaward payments.

(e) With the introduction of the June 1992 Classification Structure, where an employee has been inappropriately or under classified in comparison to the job the employee performs, the following shall apply:

Example 1

In recognition of the skill and knowledge acquired and utilised by an employee, an additional overaward payment has already been made to the employee.

In such cases of inappropriate or under classification and the employee successfully claims for reclassification under the new structure the employee shall not be entitled to any additional wage increase as a result of such reclassification. In other words there shall be no double counting.

Example 2

In cases where an employee successfully claims for reclassification and no additional overaward payment has previously been made in recognition of the employees skill and knowledge, the appropriate wage needs to be determined. In such cases the rate of pay shall be based on the employees skills and competencies at their reclassified level and having regard to the rate of pay of other employees at that level performing work of a like nature.

(4) Reclassification Principles

(a) Reclassification to any higher level shall be contingent upon such additional work being available and required to be performed by the employer.

(b) In the event of a claim for reclassification by an existing employee to a higher level on the grounds that the employee possesses equivalent skill and knowledge gained through on the job experience or any other ground, regard shall be had to agreed competency standards established by the parties by an accredited training institution, or where appropriate National Metals and Engineering Performance Guildelines.

(5) Review

At the expiration of a 12 month period from the 1st of June 1992, if necessary the parties at an industry level may consult, to review the operation of the classification structure, and formally amend the award as appropriate.